Organization behavior case study----enterprise Study

Organization behavior ----enterprise - Case Study Example The company has adopted an involving business system whereby they try to cater for every customer’s needs. This includes car rentals of luxury, economy, sport and utility vehicles. This means that, in leisure scenarios, consumers would opt for sport and luxury vehicles. On the other hand, functional situations calls for economy and business oriented vehicles. This flexibility is in line with the informal approach that the management has adopted in accessing the company’s administration. This creates a disregard for hierarchy and the environment of a small company. In the broad senior level, the general managers and the board of directors coalesce their duties to entail an autocratic approach at core issues such as environmental goals. There are local offices that prop the senior management by making policies in the regular operations of the company. However, these policies should be in tandem with quality and ethical standards of the company. In the floor management, th e company has adopted a consultative approach in arriving at company’s decisions at the respective levels. In this perspective, a team of subsidiary managers participate in decision making while the branch managers endorse the particular decisions. This management approach perpetuates in every office in the sense that coordination and teamwork become crucial tools to decision making. In an overall sense, the company tries to ensure motivation through a sense of belonging, security and recognition. Feedback In spite of the fact that the company adopts a flexible approach to contacting the management, it overemphasizes on the aspect of customer satisfaction. In this perspective, the employees become a propping force to customers without having additional benefits out of the same. To begin with, the top management adopts an autocratic approach that constrains employees from questioning the management. The company has a name of making presence in many communities. The derived ben efits, to employees, out of such presence are only indirect benefits of business expansion. This heralds the employee community as a distant partner to the company’s core ambitions (Alderson, 2011). SMART goals It is vital to highlight that the company’s goals of meeting employee motivation are not specific. They define their motivational duties in terms of security, sense of belonging and recognition. However, there are particular motivational goals towards employees that help towards sustaining employees’ morale in the company. For instance, the system of the vote helps towards steering excellent performance among employees. This is because employees are able to vote, within themselves, as regards the efforts of team members towards customer’ satisfaction. In addition, it may highlight hard working members who attain the appreciation of their efforts. However, this goal of motivation faces the limitation of subjectivity and bias since members would only vote for likeable rather than competent employees. It is vital to include standards for validating such an employee. In this sense, the management shall easily identify the bias in the voting system. Besides, the management can engage a system whereby the responsible units identify employees’ efforts at single instances. This is different from the approach of whole periods that ignore single successes of potential impressive performances. For instance, it is vital to high